Exercise 10-2 Ojt

Exercise 10-2: OJT Start off the training the first day would start with some classroom training so that we can start with information about the company, what their new job will be like and go over the safety rules so that we can make sure everyone is in a safe environment. I feel that it is very important that an employee knows what they is sell and who they are working for because one of the greatest selling tool you will have is a love for what you are selling and the belief that your company is the best. I can tell you a love for what you are doing will help you do it every day and if you believe in what you are selling you can make others belief it and then they will by it and on the smallest level just having the confidence can make you stand out verses others. This first part of the training will be the orientation. After going over the products a little, the company, and safety rules we will start to get the trainees ready to learn and the first thing will be to get them their uniform and get changed. After they have changed I feel it is important to talk to the trainee get to know them and each other, find out what they do, things that they like and things that they do not like and try to add things in about how that relates to their new job and why it is important; this can help get the new trainees interested and ready to learn which is important because you cannot force anyone to learn they must be ready and willing to. This should take the first part of day one. Now of the second half of the day we will do some more classroom training and some programmed instruction in which we will break down the different part of the job and going over each. So the first thing to go over is the customer because this is the start and end of their job, when a customer walks into the store they are all the sales people need to focus on. So we need to start by greeting…...

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...MGT 210 Week 5 Assignment Exercise 10-2 – OJT
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An important part of any business is the ability to adequately train new employees in all aspects of the job requirements. A good orientation program will help to ensure new employees are up to speed faster and will better align them into positions in the organization in that the need is greater. With this in mind, I have designed a three day training and orientation plan to completely and effectively train new salesclerks. Training will start at 8:00a.m. and last until 5:00p.m. every day for a period of three days. When new hires arrive, they will be given an outline of the training process that briefly describes items to be covered during training, an employee handbook, and all required paperwork. Each section of the training process will be explained in detail by the supervisor. Below is an outline of a three-day orientation and training session that is to be handed out to each new employee before the orientation and training process begins.
MGT 210 Week 5 Assignment Exercise 10-2 – OJT
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...an employee's job - especially jobs that are relatively easy to learn and require locally-owned equipment and facilities.
Morale, productivity, and professionalism will normally be high in those organizations that employ a sound On-the-job training program.
An analysis of the major job requirements - identified in the position description and performance plan, and related knowledge’s, skills, and abilities form the basis for setting up an On-the-job training plan. To be most effective, an On-the-job training plan should include:
• The subject to be covered;
• Number of hours;
• Estimated completion date; and
• Method by which the training will be evaluated
To have a successful OJT program, supervisors need to assign a coach to each employee involved in OJT. It is the responsibility of the coach to plan training carefully and conduct it effectively.
According to Kaplan (1993), the burnout behaviors of students are characterized by reduction in their performance. Students were found to be maintaining a façade of high achieving while succumbing to physical illness and emotional stress. The physical and psychological symptoms of stress are present such as irritability, inability to concentrate, insomnia, depression, muscular tension and aches, palpitations, lack of appetite and others.
Theoretical / Conceptual Framework
Many researchers who have studied subjects at midterms or finals and have found that coping is clearly a complex......

...the OJT sometimes it is called direct instruction is one of the earliest forms of training. It is a one-on-one training located at the job site, were someone who knows how to do a task shows another how to perform it. In antiquity, the kind of work that people did was mainly unskilled or semi skilled work that did not require specialized knowledge. Parent or other community members, who knew how to do a job necessary for survival, passed their knowledge to the children through direct instruction.
As mentioned earlier, On-The-Job Training is one of the oldest and most used types of informal training. It is considered informal because it does not necessarily occur as part of training program and because managers or peers can serve as trainees’ decisions to drop out. Individuals which certain characteristic who find that they do not benefit sufficiently from the training to compensate for their opportunity costs will not make the necessary effort to complete the programme. Regional features influence trainees’ opportunity costs associated with pursuing training and the availability of internship opportunities. The characteristics of classroom instruction and internships, revealed to the trainee during the training, modify individual expectations about the returns of the training OJT is the most frequently used training method that is mostly instructed which does not necessarily develop specific skills and having lack of trainers. The two types of OJT are structured OJT and......

...academic exercises coupled with on-the-job training activities are expected to increase the number of globally competitive experts in the field of IT environment.
Specific
The specific objectives of the program are aligned to the four-fold functions of the University – Instruction, Research & Development, Extension and Production:
A. Instruction
1. To provide theoretical and technical skills through instruction, seminars and workshops;
2. To expose students to globally competitive graduates with desirable work values and attitudes;
3. To develop locally and globally competitive graduates with desirable work values and attitudes;
4. To initiate creative and innovative professional enhancement among instructors and students through skills training, on-the-job training and training and industry.
B. Research and Development
1. Strengthen competencies of both instructors and students in the field of research that will serve as a basis for technological problem-solving;
2. Conduct information technology survey, interviews and feasibility studies to meet the demands of the changing world through information technologies and processes;
3. Produce IT researchers and researches to serve as a self-generating critical mass of human resources for research and development in information technology area.
C. Extension
1. Forge critical linkages with local and foreign partners to support the activities of the department;
2.......

...Table of Contents
1. Integration Paper
a. Company Profile and History
b. Summary OJT experience
c. Assessment of OJT/Practicum Program
2. Company Brochure/Pamphlet
3. Endorsement Letter
4. OJT training Plan
5. Signed Waver Form
6. Daily Time Record (DTR)
7. Performance Appraisal Form
8. Certificate Of Completion
9. EBAY Registration Screenshot
Globe Telecom Profile and History
Profile
Globe Telecom commonly shortened as Globe, is a major provider of telecommunications services in the Philippines, supported by over 6,200 employees and nearly 1.05 million retailers, distributors, suppliers, and business partners nationwide. The company operates one of the largest mobile, fixed line, and broadband networks in the country, providing communications services to individual customers, small and medium-sized businesses, and corporate and enterprise clients. Globe currently has about 48.4 million mobile subscribers, nearly 3.5 million broadband customers, and 858.9 thousand landline subscribers.
The company’s principal shareholders are Ayala Corporation and Singapore Telecom. It is listed on the Philippine Stock Exchange under the ticker symbol GLO and had a market capitalization of US$7.4 billion as of the end of June 2015.
Globe Telecom’s principal executive office is located at The Globe Tower, 32nd Street corner 7th Avenue, Bonifacio Global City, Taguig, Metropolitan Manila, Philippines.
History
In 1928, Congress passed Act...

...contribute best practices cover the following supervisory responsibilities:
1. Demonstrating Communication Skills
2. Determining Effective Orientation and Training Methods
3. Improving Productivity for Teams
4. Conducting Performance Appraisals
5. Resolving Conflict
6. Improving Employee Relations
• Your final project should fulfill the following requirements:
o Be 2,100-2,800 words in length
o Formatted according to APA guidelines
o Submitted as a Microsoft® Word attachment
o Contain a reference list with at least three sources from the University Online Library, only one of which can be your course textbook.
Final Project Timeline
You should budget your time wisely and work on your project throughout the course. As outlined below, the Week One and the Week Seven assignments in the course are designed to assist you in creating your final project. If you complete your course activities and use the feedback provided by the instructor, you will be on the right track to successfully complete your project.
□ Suggested in Week One: Read the Final Project Overview and Timeline in Appendix A.
□ Due in Week One: Submit the Article Search assignment.
1. Refer to the list of selected supervisory and related publications on page 19 in Supervision: Key Link to Productivity (8th ed.).
2. Search the Online library for articles on each of the six supervisory responsibilities listed above.
3.......

...1
Ghulam Abbas
from Shorkot City (Jhang)
GAsad@facebook.com
2
Recruitment and selection process
Interview
Definition:
Direct interaction between parties to discuss various issues under consideration  Direct interaction  Parties  Issues under consideration
Selection Interview:
Direct interaction between an employee and candidate to determine the suitability of that individual for job/organization
Issues while conducting the interview:
Factors that affect the usefulness of interview:
i.
First impression BIAS (SNAP judgment)
The interviewer should consider evaluating a candidate based on its overall behavior and knowledge about the contents of the job instead of making assessment regarding the candidates based on snap judgment or first impression.
ii.
Non-verbal behavior: (Impressions Management)
The interviewer must be vigilant (careful) about the non verbal communication including body language, gestures, eye contents, that may affect its performance in the interview and that may create false impression of the candidate regarding its job performance.
iii.
Job understanding:
The interviewers must be appointed who can be considered as subject matter experts and who are familiar about the requirements of the job, understand the duties and responsibilities and know about the human specifications required to perform the job activities.
iv.
Contrast Errors/Candidate Order Error:
The interviewer should consider the overall......

...aware of this situation given the constant ranting and complaints of their fellow students. Thus, we have decided to conduct a study that would focus on the issue at hand with the aim of formulating a solution to it and help ease the difficulties that are mentioned in this study. By this humble contribution, we hope to be able to contribute in the further improvement of the program regarding the students’ apprenticeship.
Statement of the Problem
The main problem which is the difficulties encountered by business students in the
On-the-job training have been formulated after thorough analysis on the following sub problems:
1. What are the demographic profiles of the respondents in terms of
1.1 Major
1.2 Age
1.3 Gender
1.4 Civil Status
2. What are the problems encountered in the beginning of the On-the-Job Training Practicum?
3. What are the problems encountered during the On-the-Job Training Practicum in terms of
3.1 Physical
3.2 Financial
3.3 Social
3.3.1 Relationship with Practicum Adviser
3.3.2 Relationship with Practicum Supervisor
3.3.3 Relationship with Co-trainees
4. What are the problems encountered per course?
5. What are the implications of the study in the practicum program?
Theoretical Framework
This study can be related to McGregor’s Theory X and Theory Y. According to McGregor (1960), it is an approach to the study of management behavior has been expounded. His views have become influential in the world of work as he points out the......

...A. The Strategic Context of Training – Training refers to the methods used to give new or present employees the skills they need to perform their jobs. Training today plays a key role in the performance management process, which is a key process for employers to ensure employees are working toward organizational goals. Overall, training has a fairly impressive record of influencing organizational effectiveness, scoring higher than appraisal and feedback, and just below goal setting in its effect on productivity.
B. The Five Step Training and Development Process – 1) needs analysis; 2) instructional design; 3) validation; 4) implement the program; and 5) evaluation and follow-up.
C. Training, Learning, and Motivation
1. Make Learning Meaningful – Material that is meaningful is usually easier for trainees to understand and remember.
2. Make Skills Transfer Easy – Make skills and behaviors easy to transfer from the training site to the job site.
3. Motivation Principles for Trainers- Provide as much realistic practice as possible; reinforce correct responses immediately; letting trainees pace themselves; creating a perceived training need in the trainees’ minds; and scheduling effectively.
Know Your Employment Law: Training and the Law – Trainers need to be knowledgeable of how various laws apply to training related decisions, particularly with respect to discrimination, negligent training, and......

...Motorola Droid is the first handset released with incorporating the latest version of Google's open source OS, Android 2.0 (Motorola, 2011).
A new product development is one of the many instances whereby most planned organizational change is triggered. It is essentially a drive or desire to respond to new challenges or opportunities presented by the external environment, or expectation of the need to deal with potential future problems. In the case of the Motorola, it has adopted a reorientation change strategy which involves the redefinition of corporation itself. The pattern of change implemented by Motorola is called punctuated equilibrium (see Fig 1 &2) which involves long periods of low intensity incremental changes accentuated by short bursts of high intensity discontinuous change (Hayes, 2010).
Fig 2
Fig 2
Fig 1
Fig 1
The type of change Motorola gone through was reactive transactional organisational change where it only reactively orientates itself in anticipation of the upcoming problem and opportunities (Hayes, 2010). It saw the necessity to alter certain frameworks in response to other’s similar industry changes and implement a process of continuous bending in order to remain aligned with its business environment. Unlike re-orientation and re-creation organisation change strategies, tuning and adaptation are relatively on a smaller scale, whereby it changes and develops through a continuous process of incremental adjustment and it accumulate over time......